What succession management practices are used in your organization?

Developmental activities do not dramatically differ from one best practice organization to the next. In every case, these companies invest the majority of their time and resources in top-tier (executive) talent. But the best practice organizations should also engage their current and future leaders in developmental activities. Some development activities are giving job assignment, mentoring, coaching, job rotation, traditional educational programs and formalized feedback processes. This process will help organization to know their talent capabilities.

In our organization we use this practice more widely because it helps us to identify and monitors various talent pools within the organization to match the future needs of the organization with the bench strength of available talent. Not having the right talent in place is often a growth-limiting factor in achieving business potential. With the impending retirement of baby boomer's and increased demands for diversity, leading organizations are building systems that provide talented, high performers opportunities to grow.

Friends I agree with your opinions and we use talent assessment in our company. It is a semi-transparent process in many best-practice organizations. Most managers receive feedback and information about their developmental needs and suggested activities for further growth. Individuals who have been designated as high potential are seldom told of this designation to avoid raising expectations. So many organization focuses on global corporate talent,which consists of individuals who have the capability to run significant portions of a business on a global basis.